Tag: job

You’ve updated and posted your resume, signed up for job alerts, and have consistently applied to jobs. Yet, you still haven’t landed your #NewJob2017. Don’t dismay. Our internet sources tell us that it takes roughly one month to find a job for every $10,000 of the paycheck you would like to earn. For example, if you were looking for a job that pays $50,000 a year your job search could take 5 months.

Below are some ways to help take away some of your job search pain and put your mind at ease:

1. Take a Break
You don’t want to run the risk of job search burnout. Taking some time away from your job search to focus on things like your family, friends and health will help you appreciate all that’s good in your life in order to help lift your spirits.

2. Simplify Things
If you’re finding it difficult to make time for your job search perhaps you have too much going on in your life. Look to rid yourself of distractions like social media and TV which can suck up your free time fast. Also, see if you can delegate some of your household chores or at least save some for the weekend when you’re not so exhausted.

3. Meditate
Meditation is a tried and true practice of many of the most successful entrepreneurs in the world. From LinkedIn CEO Jeff Weiner to the incomparable Oprah Winfrey, it is difficult to deny the benefits of meditation. While there are many different methods, studies have shown that meditation can change your brain matter, reduce stress and help you make better decisions.

4. Get Outside“Live in the sunshine, swim the sea, drink the wild air”
– Ralph Waldo Emerson
Sometimes, when you’re in a funk, all you need is just a change of scenery. Sure, winter isn’t the most pleasant of seasons to be outside if you dislike the cold and live in New England (we feel sorry for you) but it’s scientifically proven that being one with nature is an easy way to boost your mental and physical well-being.

5. Get Exercise
Seeing the pattern here? Like being outside, there are endless mental and physical health benefits to getting your move on. Even if it’s just going for a 15-minute stroll, getting your blood flowing is imperative to feeling happy and healthy.

6. Treat Yourself
Just because you need a new job doesn’t mean you have to deprive yourself of happiness. Sure, you may not be able to afford eating out, or clothes shopping, or Netflix even, but you can still find enjoyment in some small things. Life is short and you shouldn’t hang on to the idea that you will cheer up as soon as you get a better gig. By finding peace throughout the rough patches builds character and makes you a stronger you in the end.

Every day, many people around the world make the brave and exciting decision to leave their current employer in pursuit of a new challenge. It’s an inevitable part of the world of work. However, despite this, hiring managers are often left in a state of shock or even panic when a member of their team hands in their notice unexpectedly.

So, as a hiring manager, what can you do to pre-empt this feeling and plan accordingly? From my experience, there are a number of signs which could indicate a member of your team may be looking elsewhere. As such, I’ve outlined a few of these below.

Admittedly, whilst these signs may not mean much in isolation of one another, I would say a combination of these behaviours is a strong indicator that a member of your staff is about to jump ship, and it’s time to start preparing.

1. They’re using their personal phone more often

If your employee is frequently disappearing outside to speak on their personal phone, or they seem to be using it more often than usual during work hours, then I would class this as one of the signs that they may be speaking to a recruiter or hiring manager. However, I do urge you not to jump to conclusions here – there may be something happening in their personal lives, which requires them to use their phone more. Just keep an eye on how often this happens, especially if it is affecting how productive they are being. And, this brings me onto my next point.

2. Their performance has slipped

Sometimes when an employee can see an end in sight, they tend to clock off mentally, which will inevitably impact on their performance and productivity. This will be evident in their level of involvement during meetings, and whether they seem to be paying less attention or contributing fewer ideas than before. You should also keep an eye on the quality and output of work they are producing.

3. Their attendance has dropped

Is your employee starting to get into the habit of leaving early or turning up late? Are they requesting random days off in the middle of the week at short notice? This is a common clue that they’re going to interviews.

4. They are acting non-committal

If this member of the team won’t commit to future projects or stays quiet during conversations surrounding these, I would suggest that this is because they know they won’t be there to see them through.

5. They are turning up to work looking smarter than usual

Your employee may be arriving to work dressed more formally than usual. If this is the case, then they may well have had an interview that morning, or will have one lined up for their lunch break or after work. This is more than likely to be the case if they normally turn up looking fairly casual.

6. They are more active on LinkedIn

Have you noticed this team member updating their profile, getting involved in more conversations, connecting with more people, and even asking for recommendations on LinkedIn? If so, chances are they are using LinkedIn as part of their job searching process. It’s just a shame that they don’t know how to keep their activity hidden from your news feed.

7. They are distancing themselves

If this employee is acting more distant, whether it’s avoiding work social occasions, or simply making less conversation with colleagues, then this could be an indication that they’re starting to disengage with the team, and almost starting to prepare to leave mentally. Again, this could be put down to their personal matters, so always check that everything is ok with this individual in terms of their wellbeing before you presume that their behavior is work related.

8. They recently asked for something (and didn’t get it)

Whether it’s a pay rise, promotion or training course, this employee, for whatever reason, may have just been refused one of their requests. This may have left a bitter taste in their mouth, and prompted them to look elsewhere. If any of the above behaviors follow a situation where they asked for something and didn’t get it, then I would say it’s safe to consider that this employee may be looking to leave.

Don’t jump to conclusions

Remember that the above signs are also an indication that this employee is simply unhappy, whether it’s personal or work-related, and are not looking for another job at all. You may just need to check in with them to get the full story and find out if there is anything you can do to help. If this conversation doesn’t provide any explanation as to why this employee is acting differently, and you still believe they are looking elsewhere, start to brace yourself practically (and emotionally) for the moment that resignation letter lands on your desk.

What next?

If this employee does decide to explore pastures new, then start working with an expert recruiter on your hiring strategy, from what the job description will include, to the types of questions you will ask.

A major feature of unemployment is that it is another cross-road in your life and only you can choose which direction you take. There are very few opportunities like this in your life. Paradoxically, while you may not have chosen the redundancy or lay off situation, it has delivered the opportunity for you to now carefully choose your future direction. However, realizing this is crucial because you have to first maintain a positive mental attitude and use the same positive attitude to do a job search.

While maintaining a positive attitude is vital to a successful job search, there will be times when you get discouraged. It may seem impossible to revive that positive energy level. But there are many things you can do to bring your good outlook back to life and keep it in good shape.

Think of the following tips as a crash course in job search CPR – Cheerful, Positive, Resuscitation.

Remember to feel good about yourself.

This is a golden rule and the key to a positive attitude. Remember, all the points that follow this are ways of helping you feel good about yourself. Remember, no one else can feel good for you. Reach out to that wonderful place inside you where no one else has control over and bring it to the surface and let it radiate through your being.

Talk positively about yourself and your abilities.

Don’t talk yourself down. Be very positive about yourself, your skills and your achievements. You were not sacked, you were not made redundant, the position you were in was made redundant due to business refocus! Think about all your achievements in the past and be happy about them. Be proud of yourself and let it show in your talk, walk and the way you see life. What you call yourself is what people will call you. What you believe about yourself is the foundation of all your future actions.

Take total charge!

Only you can do it, roll up your sleeves, be ready to get your hands dirty and take charge. Be present, be visible, be accountable, stand out and be ready. Accept full responsibility for your life and your job search. It is not up to your partner, mother, father, girlfriend or boyfriend, or your aunt Tania in ‘God knows where’ to find you a job. Although it is important that you expand your circle of influence by networking like there is no tomorrow and your network will be a definite help, but YOU are responsible for the success of your job search so learn to be a superstar job seeker. If you don’t have a job, your current job is that of a Job Search Manager.

Let go of regrets about the past.

Move on, instead of blaming yourself or anybody and constantly rehashing past mistakes, take the opportunity to learn from the past. Build on past experiences to improve yourself and your abilities. Waste no time on unproductive thoughts and things. Be pragmatic and live in the present with a focus on a new beginning.

While you don’t want to live in the past, you also don’t want to live in the future. I know that worrying is a habit, get past it, you can change the habit if you really try. If you find yourself stuck in a negativity rut, shovel yourself out by focusing on your hopes and dreams rather than on your fears. Dust yourself off and put solutions in place to help you get to where you dream of.

Flatter yourself.

The job search period is no time to be humble. Make a list of every positive feedback that you ever received and why. Read every complimentary e-mail and things said about you that you can find. Letters of praise, past awards, performance appraisals, or any other positive recognitions you have are good ways to remind yourself of your worth and talents. Paste these things on a wall or a bulletin board in your work area at home to boost your spirits whenever you feel a little down.

Start each day on a positive, upbeat note.

Trust me, the start of your day will set the tempo for everything that follows. So it is important that you do something every morning that will put you in a good mood, whether that is taking a walk, walking your dog, listening to some upbeat music, twittering, blogging, running, surfing the Internet, doing a crossword, or just relaxing with a good cup of coffee or tea.

Get physical!

Don’t vegetate on a sofa with a remote in one hand and a pile of biscuits feeling sorry for yourself. You’ve heard the saying, “healthy body, healthy mind.” Keep yourself healthy and in good physical shape. This will boost your energy level and make it easier to maintain a positive mental attitude. Exercise regularly, eat a well-balanced diet, get enough sleep, chill out with positive friends and not the ones that will talk your emotions down. Turn the volume of your music up and dance but don’t disturb your neighbors!

Create a ‘job search’ schedule and stick to it.

Knowing what you are supposed to do each day can prevent you from feeling lost or bored. Sticking to your schedule as closely as possible will provide focus to your job search.

Keep up appearances

Turn your cool and professional swagger on. While nobody expects you to wear a suit and tie every day on your job search, try not to dress too casually. Keep your work space and living space neat and tidy. Set a positive framework for your job search.

Take a team approach to finding a job.

Even if the team is only two people, it is helpful to have somebody else to share ideas with and to review your progress on a regular basis. Talk to your former colleagues and share tips. Talk about what success will look like and how to get there. Go for a drink and discuss in a happy environment.

Accept your cycles.

While it is important to maintain a positive attitude, it’s unrealistic to think that you will be 100% positive forever. The trick is not to get down on yourself when you get down. Set a time limit on how long (10 minutes, for example) you will allow yourself to stay down when you feel a little depressed.

Join a professional group.

If you are looking for a job in a certain profession, join LinkedIn, Twitter and Facebook. ‘Follow’ the company, ‘friend’ them and ‘like’ their products. Comment on their recent developments and follow their news. However, be professional at all times. Joining an association can be an excellent way to keep up to date on developments and trends. It will help you develop your network and put you in contact with people that have interests similar to yours.

Keep growing.

Continue to develop your skills and knowledge while looking for work. Do this by:

1. Taking a class.

2. Attending free webinars

3. Taking part in Twitter (professional) chats

4. Attending conferences, workshops and seminars.

5. Reading pertinent articles on the web

6. Creating a blog of your own

7. Subscribing to RSS feeds

8. Subscribing to trade magazines.

9. Reading the newspaper and other current-affair magazines.

10. Doing volunteer work that uses the skills and knowledge you want to use in your next job.If you are not immediately successful in finding work, you might start to question your skills and qualifications. Keeping on top of the skills, knowledge and trends in your field will make you feel positive about your ability to do the type of work you want to do.

Don’t take rejections personally.

Very few people land the very first job they apply to or are interviewed for. Your attitude really depends on how you look at things. You can see a job rejection as a personal attack on your abilities or character, or you can see it as an opportunity to grow and learn more about yourself.

Facebook’s Head of People told Fast Company last week that her team of recruiters works hard to uncover candidates’ strengths. Most companies try to do much the same. They assess the qualities and skills they believe job performance depends on, and they design interviews to test whether candidates are likely to display those qualities once on the job.

This isn’t exactly a mistake, but it’s only part of the puzzle. Everyone has weaknesses and drawbacks that they’ll invariably bring with them, too. What hiring managers usually do is just try to decide whether a candidate’s strengths will outweigh those detriments.

But what they don’t often do is systematically determine which types of “personality flaws” they’d rather have on their teams. After all, some are a lot worse than others, and some can even be assets under the right circumstances.

WHAT YOU WANT VS. WHAT YOU’LL GET

There are millions of different jobs, and each company has its own culture, so what employers actually want in job candidates varies widely. But personality research suggests that all strong candidates tend to look rather similar, in the sense that there’s a limited number of attributes that make them strong: They’re generally more rewarding to deal with, more capable, and more willing to work hard than others are. Employers may use many different names for what they want–grit, adaptability, emotional intelligence, entrepreneurialism–but what they always need is ability, likability, and drive. You can ride those qualities to the bank any day of the week.

But while these three competencies predict future job performance and career success with remarkable accuracy, they don’t tell the full story about a candidate’s potential. In fact, no matter how attractive a candidate’s “bright side” may be, they’ll always have a “dark side,” too–a set of undesirable or counterproductive traits that hinder their ability to work well, mostly because of their disruptive effects on others.

But while these three competencies predict future job performance and career success with remarkable accuracy, they don’t tell the full story about a candidate’s potential. In fact, no matter how attractive a candidate’s “bright side” may be, they’ll always have a “dark side,” too–a set of undesirable or counterproductive traits that hinder their ability to work weHiring managers tend to focus on attributes that predict positive career outcomes–like teamwork, engagement, performance, and leadership skills–and neglect the ones that predict derailment and failure: coasting, underperformance, antisocial behaviors, and the like. But whenever you hire somebody, they’re bringing a combination of these qualities with them through the door every single time. And your standard “What’s your biggest weakness?” job-interview question isn’t enough to help you assess the total package.l, mostly because of their disruptive effects on others.

More often than not, questions like that are simply meant to evaluate candidates’ social skills and preparation; they’re basically an invitation to fake modesty or disguise additional strengths as weaknesses. Asked about her worst habit or character trait, an astute candidate will confess to being “a perfectionist,” “too altruistic,” or “too humble.” Then she’ll deliver a handy anecdote pretending that those qualities aren’t actually valuable in most workplaces–which astute interviewers know they often are.

Just think what would happen if a candidate answered by candidly listing their real faults, like being lazy, grumpy, selfish, or dim. At best, they might earn points (or even sympathy) for bold-faced honesty, but their chances of landing the job would fall to zero on the spot. Most people would wisely decline an invitation to hang themselves, but employers would assume no responsibility for those brazen or foolish enough to accept it. In practice, asking about weaknesses is just an easy way to eliminate some candidates without having to think too hard.

Yet none of this changes the fact that certain weaknesses are preferable to others. So if you want to assess the whole person and make sure you hire people with the best overall personality profiles, you can’t pretend they’re flawless. Instead, you need to look–intentionally–for the least problematic weaknesses a candidate might have. Here are three of them:

1. CONFORMISM

We live in a world that celebrates “originals” and rule-breakers, but no organization (or society) could function if such individuals made up the majority. In fact, any collective system requires the bulk of its people to follow rules and norms, and employers know this.

While many companies say they need innovators and disruptors, what they truly require is people who will do what they’re told. As Susan Cain recently pointed out in the Times, this isn’t a bad thing; “followership” is a skill set we need just as badly as leadership. (“Perhaps the biggest disservice done by the outsize glorification of ‘leadership skills,’” she adds, “is to the practice of leadership itself . . . It attracts those who are motivated by the spotlight rather than by the ideas and people they serve.”) And yet you’ll find no job listing out there that includes terms like “obedient” or “dutiful,” except perhaps in the military.

Still, a great deal of psychological research suggests that rule-bound and conscientious individuals tend to perform better–even when they are leaders (presumably because they can still please their own bosses). As I show in my latest book, a large number of bosses would rather promote obedient and easygoing employees than talented but difficult ones. And in fact, many actually do.

2. ATTENTION-SEEKING

We might be fascinated by narcissists, but the common view is that great employees and leaders let their achievements speak for themselves. If two people are equally talented or productive, most of us would say that we’d rather work with the one who avoids self-promotion and seems humble and modest.

Yet meta-analytic studies show that attention-seeking individuals emerge more often as leaders, and they’re often perceived as more effective once they do, according to 360-degree feedback data. The danger, of course, is that many attention-seeking job candidates may also be narcissistic, so the best-case scenario is someone who enjoys performing and being the center of attention but isn’t actually self-obsessed or entitled.

In other words, it isn’t always a bad thing to hire an altruistic exhibitionist–a selfless clown.

3. (A DOSE OF) DISHONESTY

Make no mistake: Pathological dishonesty is harmful, particularly when coupled with low integrity. You don’t want to give a job to a lowdown liar.

But dishonesty isn’t a categorical evil in practice. Not only is it minimally problematic in small doses, but most of us know how it can even be useful, as the phrase “white lie” indicates. People who are brutally honest straight-talkers may even struggle more in their careers than those who are able to fake it–within reason–particularly if they seem authentic in the process.

That may not sit well with you, but there’s research to suggest, additionally, that dishonest people tend to be more creative (perhaps because lying requires creativity and imagination). So if you’re hiring someone for a creative role, there’s a better chance you’ll be interviewing candidates who are adept at bending the truth. But most of them probably won’t be doing it maliciously. After all, the premise that we should “just be ourselves” is both naïve and foolish given what we know of human psychology.

Behaviorally, full authenticity describes acting without inhibitions or constraints, as we do when we’re partying with our friends–not a great formula for the workplace. The ideal employee is capable of exercising diplomacy and adhering to social etiquette, and this inevitably requires being at least somewhat dishonest: telling people that they’ve done well when they haven’t (especially if they’ve tried hard); telling your boss she had a great idea when in fact she didn’t; making a client feel like the most important person in the world when they’re actually really irritating.

So don’t stop looking for candidates’ strengths. If you are lucky enough to attract employees who are able, likable, and driven, just make sure that they have the best possible flaws. Sometimes a dose of dishonesty, attention-seeking, and conformism may be the most tolerable defects you can ask for.

ABOUT THE AUTHOR

Dr. Tomas Chamorro-Premuzic is an international authority in psychological profiling, people analytics, and talent management.

Using social media is a great way to boost your job search. Taking advantage of social media sites can help you get your name out there and find the job you’re looking for.

Here are four reasons to use social media in your job search.

You Can Become an Expert

Demonstrating a deeper knowledge about the industry you’re in — or would like to be in — through blogging builds your credibility, says Lisa Parkin, CEO of social media consultancy Social Climber. “Whether it’s on a personal website or on a dedicated blog about the industry they’re seeking employment in, job hunters can show potential employers their knowledge and skill sets by writing about a news event or relevant topic once or twice a week.”

It Shows You’re Not Afraid of Technology

You don’t have to be an expert, but having a social media presence shows you care about your professional reputation and you’re comfortable using technology, says Brie Weiler Reynolds, director of online content at FlexJobs.

Pinterest is a good site to try something innovative with your job search, she says. “Create a board for your resume where you pin pictures of your work experience and education such as pictures of the college you attended, the companies you’ve worked for, and so on. Pinterest is especially interesting because it helps you create a visual out of your resume, which is traditionally a text document.”

You Can Blog Your Way to a Job

Commenting on the issues in your industry or field of work can itself be a path to a new job. Michelle Bramer, marketing and PR manager for online advertising firm eZanga.com, says blogs are an excellent resource for job candidates looking for new opportunities. And linking back to your blog while posting on other sites can lead recruiters right to your virtual door.

“Some of my favorite bloggers are small companies, and surprisingly, many of them are always looking for marketing and sales support,” Bramer says. If you’ve blogged about a company before, it can help strengthen your pitch when you apply there. As someone who routinely manages content writers and PR specialists, she says, “some of our best writers have been found by forging a relationship on a social network.”

You Can Learn About a Company’s Culture

Social media can go both ways — you can tell hiring managers about yourself, but you can also use it to learn about companies you’re interested in. Following a company on social media can give you an inside look into a its culture, clients and work, says Lauren Maiman, owner of the Midnight Oil Group.

“Use that info to your advantage when it comes to a cover letter or interview,” she says. “Use this insight to make sure you mesh with and want to be a part of their team. If you’re connecting in a meaningful way with them on social media, by the time you get to the interview, they should feel like they already know you (so careful what info you put out there, too).”

While May still seems far away, graduation season is fast approaching. So, do not be surprised if you soon see an influx in applications from college graduates as graduates are beginning to look for employment opportunities earlier and earlier. As an entirely new class of graduates seeks positions, companies can expect entirely new skillsets to enter the workforce.
A blurry line separates Millennials and Generation Z, but there is no doubt each group brings distinct sensibilities to the workplace. For example, Gen Z grew up during an economic downturn, watching their parents struggle to keep jobs and witnessing global instability via war and terror. This backdrop created a more money-cautious and pragmatic generation, a stark contrast to the typically optimistic and risk-seeking Millennials. As a result, Gen Z is eager to begin working, especially because they understand the volatility of the job market.
As Gen Z gets thrown into the professional mix with Baby Boomers, Gen X and Millennials, Addison Group shares some of the skills they will bring to the table:

• Social media savvy: The importance of social media is growing in every industry, and it’s long been a critical element of the recruiting process. Studies show that not only are 80 percent of Gen Z on social media daily, but also that same percentage consider creative self-expression important. Take advantage of these new workers’ fluency in the fast-changing landscape of social media and their ability to act as influencers to their peers. It could lead to increased intelligence within your digital or social teams internally and recruiting opportunities or brand reputation externally.

• Entrepreneurial spirit: Starting at a younger age, Gen Z desires to work independently, contribute to future technologies and make the world a better place via innovation. In fact, 72 percent of high school students said they want to start a business someday, and another 40 percent believe they will invent something that changes the world. Employers can take advantage of this entrepreneurial drive by encouraging newly graduated employees to work independently and contribute constructive criticism or new ideas that company veterans may be too engrained in the organization to see.

• Diversity and global awareness: A Ford study found that 58 percent of adults ages 35-plus worldwide agree that kids today have more in common with their global peers than they do with adults in their own country. Gen Z graduates will not only look for companies that contain a diverse set of employees, but they will feel comfortable functioning in a global corporate environment. From day one, offer these new hires a chance to work with your global offices, clients or partners. They will likely thrive in this setting and could open doors to more global opportunities.

• Money is not the motivator: Only 28 percent of Gen Z said money would motivate them to work harder and stay with their employer longer; this is a significantly smaller percentage compared to 42 percent of Gen Y. What does this mean for your company? You’ll attract talent based on passion rather than compensation. Use this to your advantage while recruiting, highlighting some of the community involvement and mission based work of your clients. Typically, people who are passionate about their company will do good work.

There is no doubt that integrating new generations into the workforce comes with new challenges, such as how to foster inter-generational collaboration. For example, older generations may find it difficult to work with new hires who embrace complicated technologies, or younger generations may not understand why seasoned professionals favor those with advanced degrees. However, the best way to prepare for these changes requires identifying the areas where newcomers will thrive and determining clear opportunities to capitalize on those skills.

THREE KEY ADVANTAGES OF USING A STAFFING FIRM ARE EXPERIENCE, INSIGHTS AND CONFIDENTIAL OPPORTUNITIES.

Sometimes a job search can feel isolating. You’re spending hours upon hours searching for opportunities, working on your resume and applying to job openings, often without having any outside feedback about what you’re doing right or wrong. That isolation can add a lot of emotional stress to an already nerve-wracking experience.

What you may not realize is that you don’t have to go it alone. “Psychologists tell us that next to death of a spouse, death of a child and death of a parent, the fourth most emotional experience we have, coupled with divorce, is searching for a job. It is emotionally stressful,” says Tony Beshara, owner and president of Babich & Associates, the oldest placement and recruitment service in Texas. “A professional staffing firm can help eliminate that emotional stress. Staffing firms are in the trenches on a daily basis with candidates and employers.”

Beshara says the three key advantages of using a staffing firm are experience, insights and confidential opportunities. Read on to learn more about these benefits and how staffing firms can play a crucial role in helping you find your next career:

1. Experience

According to Beshara, the average U.S. professional changes jobs every two and a half to three years. So that means a worker may go a long stretch of time before needing to engage in a job search. Staffing firm recruiters, on the other hand, live and breathe the job-search process daily.

Beshara points out that within the period of time between job searches, the job market can change – sometimes drastically. “The staffing professional is current on exactly what is going on in the immediate market. They have a unique perspective that the job seeker will not have. The market for a particular skill or experience is never the same as it was three years ago. It isn’t likely any job candidate is going to be aware of that change. So, the ‘new’ candidate may think that finding a job is going to be like ‘last time,’ but it’s not.”

A knowledgeable staffing professional can help navigate a job seeker through the market changes, so the job seeker is less likely to encounter any surprises or challenges along the way. “The experienced staffing pro doesn’t give theoretical or abstract advice, but practical ‘this is the way it is … this is what you should expect … this is what we should do’ advice,” Beshara says.

2. Insights

One of the often frustrating parts about job searching is not getting any feedback from employers as to why you aren’t the right fit for a role. When working with a staffing firm, you get access to that kind of information, which can help improve your search now and down the line.

“Staffing professionals have insights that candidates can’t get anywhere else,” Beshara says. “Since the majority of us work the same clients and the same hiring mangers over many years, we know what they like and how they like it, what they will hire and what they won’t. Since we get to know them personally, we not only understand the job they are trying to fill but we know their personalities and personal likes and dislikes. We give those insights to our candidates to be sure both parties have the best chance of success not in just getting a job, but [in having] a long, solid employment relationship.”

3. Confidential opportunities

According to a 2014 study conducted by CareerBuilder and Inavero, the attribute job seekers value the most in staffing sales representatives or recruiters is that they can find opportunities job seekers wouldn’t be able to find themselves. Not only is that because staffing professionals are skilled at knowing which jobs might be the right fit, but it’s also because they are privy to opportunities that job seekers wouldn’t normally have access to.

“Because our clients trust us, they come to us with confidential job opportunities before they go to the general market,” Beshara says. “We have access to the ‘hidden’ job market. Hiring authorities will often ask us to fill positions that even people in their own organization don’t know about.”

Sometimes, there doesn’t even need to be a job opening for a staffing firm to get you a job. “Again, because of trust and insight, we know the kinds of employers that are interested in certain types of experience, whether or not they are ‘actively looking’ for a candidate,” Beshara notes. “One-third of the positions we fill don’t exist before we call a hiring authority representing a candidate we know they would be interested in speaking with. Employers will hire exceptional candidates when they come along even if they don’t have a formal opening. A good staffing professional knows his or her hiring authorities well enough to know the kind of candidate they’d be interested in even if they aren’t formally ‘looking.'”

[Courtesy of Murray Resources]

Hiring is now a whole lot harder for employers and easier for candidates. Unemployment is at 4.2% in Tyler. So, it’s not a buyer’s market anymore and candidates have more opportunities to consider. As a hiring manager or employer, what can you do? The answer’s easier than you might think: bring in the experts.

Here’s how a staffing agency can help you:

#1: They have in-depth knowledge of the candidate market.
While you might only hire a few times a year, recruiters at staffing agencies are constantly networking, sourcing candidates and hiring them – all year round. As a result, they know what kind of talent is available, how to best attract and recruit the best professionals, and what competitive compensation you should be offering them. This insight and information will help you recruit better candidates, faster.

#2: They can recruit hard-to-find or specialized talent.
Hiring today is challenging enough. But when it comes to a demanding position that requires hard-to-find skills, it can seem almost impossible to fill. But recruiters at a staffing agency know how to source active and passive candidates who are more selective about opportunities. They spend a lot of time recruiting top talent, including those with specialized skills, so you can leverage their network to find people with the background you need.

#3: They can speed up the hiring process.
When you’re inundated with resumes and cover letters, it can be hard to properly screen every candidate and also get your daily work done. But a recruiter at a staffing agency is trained to screen resumes and hone in on the skills you’re looking for. Not only that, but they can conduct phone screens and interviews to further qualify candidates. That way, the candidates you do end up seeing are those who are all a good fit for the job you’re offering.

#4: They can help you create a strong employer brand.
Your reputation in the candidate marketplace can have a big impact on the quality of talent you’re able to attract. A good staffing agency partner can help you develop an appealing employer brand. They’ll know where to advertise your company and openings, and how to position you as an employer of choice, including what it’s like to work at your organization, including culture, as well as perks and benefits.

If you need to hire – but are hard-pressed for time or resources – consider outsourcing the recruiting process to professionals who do it all day. You can benefit from the reach, network, and proven processes of a trusted staffing agency partner.

You want to find a new job. But when’s the last time you looked at your resume?

If the answer is “a few years ago,” or worse, “I don’t remember,” then you have some work to do before you can submit it to potential employers. A great resume is like a ticket into the interview process. And if you don’t have one, then you’re going to miss out on top opportunities.

To help you in the process, here are six easy ways to update your resume:

#1: Think about goals.

While your resume gives an overview of your career history, it should also be about future goals. That means when you’re thinking about what to highlight, consider it through the lens of where you want to go in your career. If job duties at a past position don’t align with future career goals, then don’t put a lot of emphasis on them. Concentrate your attention, instead, on the experiences and credentials that relate to your current career objectives.

#2: Eliminate the objective.

Unless you’re changing careers, get rid of the objective, or make it very short. This simply takes up valuable space without offering a lot of return. Instead, replace it with a summary of qualifications that offers a few key highlights of your professional career.

#3: Focus on the “wow” factor.

The strongest resumes promote results, not just duties and responsibilities. Some questions to ask yourself to find your “wow” factor for each position include:

What have you been best at in past positions?

What accomplishment(s) are you most proud of?

Which achievements can you back up with numbers, dollars, and percentages?

What information would make a hiring manager want to call you in for an interview?

#4: Refresh the look.

Most hiring managers scan resumes. So make yours easy to quickly skim. Use bolded job titles and three to four bullet points under each. Also, don’t use a tiny point size for your font; 11 or 12 are standard. In addition, make sure there’s plenty of spacing so your resume doesn’t look cramped.

#5: Update your contact information.

If you just have your name and address, it’s time for an update. Your cell phone number and email, as well as a link to your LinkedIn profile, should be front and center instead.

#6: Use keywords.

Most companies today use an applicant tracking system to find candidates. So if you don’t use keywords from the job posting, you could get filtered out – even if you’re the right fit.